Exploring Organizational Change: Models and Strategies

The report investigates how organizational changes affect business performance, focusing on management approaches to handling such changes. It incorporates theoretical frameworks like Kolb’s Experiential Learning Model and examines the impact of diverse learning styles on employee adaptation. The study highlights successful case studies demonstrating the positive outcomes of well-managed change initiatives.

ORGANISATIONAL
CHANGE
(PROJECT 2)

TABLE OF CONTENTS
ASSESSMENT 2.............................................................................................................................1
Reflective Portfolio......................................................................................................................1
LITERATURE REVIEW................................................................................................................1
Discussion and reflection of seminar activities...........................................................................1
Discussion and reflection of your significant learning themes....................................................4
Application and integration of learning.......................................................................................7
Critical Analysis of two theories.................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

ASSESSMENT 2
Reflective Portfolio
As per my observation and use of constructivism learning theory, I have constructed my
own views that are based upon my individual experience as well as my internal knowledge. It is
basically a theory that creates active learners to operate within a democratic environment with
interactive and student-centred activities. It thereby assists in building responsible and self-
determining learners. By using constructivism, I have got to build my new innovative ideas and
find out the differences between my past and present knowledge. Even this theory has assisted
me to resolve conflicts by raising my individual theoretical explanations. This theory has helped
me to develop my analytical thinking to aid me in my future. As a result, its concept has helped
me to read various case studies, while preparing different Research Projects. Moreover, the
theory has helped me to learn the way of working in groups to make better relationship with
other teammates and learn different innovative terms by using different techniques.
LITERATURE REVIEW
Discussion and reflection of seminar activities
According to the Schein, (2017) change management can be defined as adoption of an idea
and procedure which is new to the organization. I have analyzed that managing such changes is
one of most critical components of major transformation. To make it effective, it is essential to
encompass configuration, initiate prioritizing the activities, managing risks and undertake a
controlled documentation. I have seen that workers refuse to accept changes due to fear of loosed
status and job security. Thus, effective communication is hereby referred to be a crucial change
management tool in setting up of a positive culture and build a sense of commitment in the
individuals.
But it can be argued that, communication is referred to be both outbound and inbound
activity. In order to have an effective social process, it is important to frame reliable strategies
and provide consistent direction to the subordinates. Furthermore, it can be done with help of
changed behavior in leaders, manager as well as employees. The changes are possible with help
of a participatory approach in the individuals working together in a team. It results in creating an
increased sense of ownership among the project stakeholders. As per the view of Ojala, (2016),
implementation of participatory approach can assist the management to lead the process of
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empowerment in community and with the help of it, they can primarily focus on people’s
development to further empower them.
In this reflective portfolio, I will discuss upon my experiences while attending this course
and going through its components. It was mainly upon the changes that takes place in an
organization due to the changing business environment. This is also on considering a fact where
operating at a global level is a foremost concern of almost all type of businesses and for which,
they are required to operate at several number of markets, at both national and international
levels (Barends and ten Have, 2014). Such changing number of markets where many of the
organizations also prefers to expand themselves in maximum number of locations directly
impacts upon their undertaken work operations. It is mainly because of their fluctuating set of
markets and their distinct requirements that are needed to be fulfilled by the businesses operating
over there. I have thereby carried out some research on my own to understand the concept of
change in businesses operating at a global level. It supported my keen interest in acknowledging
the strategies adopted by them to properly manage their work at a global level.
For this I hereby referred to attend some seminars attended to research more on this
subject matter, improve my knowledge and examine the factors of organizational change.
According to me, organizational change is a method of developing efficiency in employees
within the organization and increasing the effectiveness of cost-based functions. As per my own
experience in part time working, I have examined that it is important for the enterprises to react
with market fluctuations in order to attain competitive advantage in the market (Cordery and
Mathieu, 2015). Beside this, change also plays a vital role in developing the sense of adaptation
among every individual and assists in both personal and professional development of an
individual. The present reflection is therefore to recognize all accessible learning styles, team
efficiency methods and change management theories which assist every individual and business.
It together helps in coping up with the ongoing fluctuations in the market as a way of fulfilling
their altering requirements and manage their undertaken operations within a set budget.
I have thereby followed certain underlined points to be covered to learn about change
management and its related strategies in an effective manner. For this purpose, I have focused on
analyzing and critiquing the viewpoints of social procedures on change management. Followed
by which, I have referred to various change management models that mainly involved the
participatory measures for managing change in an organization (Kotlar and Chrisman, 2018).
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Along with which, some other substitute strategies of change were together justified with the
help of several number of resources. I thereby attended a training workshop that was specially
carried for the purpose of leading change in the most competent manner. For which, the trainers
firstly addressed the importance of understanding the adoption of an organizational culture and
its link with that to the change. Herein, organizational development along with a psychology of
work together played a vital role in effectively managing the change.
This training seminar duly assisted me in not only acknowledging the importance of
change in organizational bodies, but together in an individual’s own life. I also learned a vital
role of leaders in managing change in the best possible manner with a prompt requisition of
applying their leadership skills. Although, there together existed a huge difference in change
management and change leadership that was not in my knowledge (Kovač, 2017). It is where
both of these concepts are contrary to one another and as a result to which, change management
is found to be an activity that takes place to lessen down the interruptions taking place from any
upcoming change in the market. Change leadership in contrary is meant to bring a successful
change by such procedures that in turn charge up people to get a sustainable transformation in
the organizations. It is with a special context of powering the large-scale organizations with
impelling forces and organizational visions.
After this training session in the seminar, I together came up with some defined ideas of
change. It is mainly in context of a change cycle as a reference tool for those who are striving to
align with the transformed settings. I also realized the importance of self-assessment over here
where change cycle works as an accountability tool to assist the individuals incorporating the
change (Sternberg and Zhang, 2014). I also learned that change leadership is essentially related
with that to the concept of change management and helps people in realizing the importance of
change rather than struggling with it. Change management over here is much more focused
towards integrating with conversion for a better future. The training seminar attended by me also
had some interesting playful sessions where we played a game called 4P’s meant for project,
purpose, particulars and people. All participants were distributed a flip chart in which we were
asked to create a column consisting of these 4 points.
This supposed to be the most interesting session in which we were firstly asked to list out
the upcoming changes that we all want to bring in our current lifestyle, in the column of project.
In another column of purpose, we were asked to write down the benefits that we aspire from the
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above-mentioned changes. Likewise, the other point of particulars involved a detailed aspiration
of change in us (Hornstein, 2015).
Discussion and reflection of your significant learning themes
This is to discourse upon the learnings acquired by me from the above conducted sessions of
seminars in which I thoroughly learned about the strategies of change management and its
importance in business. Likewise, I together learned about its concepts and other related
elements and came to know about a vital involvement of culture in a successful management of
change in an organization (Brouwer and Faaij, 2016). Also, it is with a prime role of a leader
who is largely responsible to bring a successful change in the organization by together managing
the resistance showed by a large set of employees that acts as a foremost barrier while
endeavoring to bring change.
I hereby found certain effective theories to be implemented for developing an effective
learning practice in me. This involved Honey and Mumford's Learning stages and Kolb style of
learning with some slight difference among both learning models. The Honey and Mumford's
learning model relates to the experience of managing tasks with no need to deal with the process
of decision-making. The characteristics of learning style can be defined as Activist, Theorist,
Pragmatist and Reflector. Activists are those individuals who learns by doing themselves. This
kind of people are known to have an open-minded approach with an intention to explore their
learning abilities. Next is Theorist; this kind of learners prefers understanding the theory behind
actions.
Another theory named Kolb's learning style has also been examined and has been found
to be the most effective and a widely used learning approach. Under this, the learning procedure
can be understood with the help of four stage of learning cycle. It mainly displays the
combination of active experimentation and concrete experience. In this situation, individual
prefers to explore new learning opportunities to become good at solving problems and they are
challenged to undertake unfamiliar tasks.
At the stage of Reflectors, individuals are known to have a concrete experience and a
reflective observation. These people are generally great at solving issues. Another stage is of
Thinkers who work with a reflexive observation and abstract conceptualization. This kind of
individual prefers to work independently. This type of individuals uses to learn things in best
structured way to work on a clear set of goals. The last stage involves deciders who together
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have a preference of abstract conceptualization and an active experimentation. In this, individual
can learn best by effectively formulating clear and brief rules as well as practices. From this
particular theory, I have analyzed that learning process can make it easier for the individuals to
go through a sustained process of learning despite of having distinct preferences than others at
certain stages.
Therefore, I favor Honey Mumford Learning style because it is based on Kolb's style and
is realistic and works on four stages but Kolb's style is not applicable in all situations. It doesn't
present social, psycho dynamic and institutional aspects of learning. I think that people vary
according to situation and time and therefore Honey and Mumford Learning can be applied to
them because this method is reflective and more activist to persons. Therefore, this approach is
more optimistic in order to carry forward.
Illustration 1: Kolb's model
(Source: McLeod, 2017)
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Herein, I also came to know about 3 distinct theories that especially existed for handling
such difficult situation of convincing employees. The foremost theory that I came to know was
Maslow’s need hierarchy theory that I thought to have several unrealistic ideas of retaining
workers in an organization. This is basically due to its conception about the self-actualization
needs as well as physiological needs where many people are born with a right to use to their
basic needs (Barends and ten Have, 2014). Considering the same, there exists a very negligible
chances in which, a company is giving this access to its employees. Even if, the company gives
this right to its workers, then it is not proven to give any great feeling to the employees.
Another theory that I have gone through during this course of work was Lewin and Schein
where in accordance to them, implementing change in the organization is referred to be one of
the most difficult consideration for the management. A successful implementation of change at
the workplace is an impossible task where it can never get done on immediate basis. It is
therefore important for the administrative bodies to firstly make a clear understanding of the
changes that are required to be bought in the organization and its impact (Kurt, 2017). It should
be along with the reasons for which, bringing change becomes an inevitable task. This seemed to
a realistic demonstration of managing change that together related with that to my personal life.
Last theory for a successful implementation of change that I have gone through was Senge’s
system’s approach that together seemed to be a practical and well-defined theory with some clear
and modern concepts in it. It is mainly in context of the role played by a leader in bringing
change in the organization (Cekada, 2012). A leader is hereby known to play a significant role in
ensuring the carried performance of his or her team with few such qualities that really bounds
them well. It is with a specific concern of understanding the specific needs of the group members
where everybody is having distinct set of expectation.
Thus, if a leader clearly understands the expectations of his or her team, then it clearly states
that the entire team is having a shared set of vision. This theory is all about being a successful
leader by changing the mental model of the team members (Betancourt and Lopez, 2017).
Although, it is not possible for the leader to change all the members of his or her team and it is
therefore important for the organization to hire a suitable leader for this job. This is on
considering the fact where if a leader is supposed to change the mind set of all team members,
then it is important for the leader to firstly change his or her own attitude.
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This particular theory is therefore based upon the understanding of a leader who should be
firstly confident about one’s own self. I am very much inspired from this theory where I too aim
to become a leader in the future. Due to which, I have now decided to understand myself first
and in the best possible way. I never want to stay in a dubious state about myself and my choices
and always want to make assured choices, without getting confused. I have also started making
notes to analyses my own distinct set of habits for a better evaluation of my own self (Cordery
and Mathieu, 2015). As I have a very bad temper and desire to keep a check on it from now
onwards. This will definitely assist me in the future to easily handle a group of people whose
perspective tends to differ from mine. The carried self-analysis has assisted me in better
understanding of difficult circumstances with an urge of resolving it composedly, rather than
losing one’s own temper on others. This way I will not be able to handle any state of resistance
from others and manage the aspired change in an effective way.
Application and integration of learning
Hence, on discoursing upon the implementation of Kolb's and Honey Mumford, each of
their stages are mutually supportive for having an effective learning that occurs if the learner will
execute all four stages of the models. On the other hand, Honey Mumford helps to enhance
personal learning by understanding different learning styles and seek opportunity to learn with a
practical application of the accepted style. Both these models are known to improve the sense of
awareness towards change management and are based upon the tact of self-scrutiny and self-
improvement. In addition to this, it can be said that both these models can be implemented by the
individuals in the process of change management to improve their own versatility and attain a
wide range of experience.
Herein, I am also in support of the second measure for implementing change with assistance
of the depth of intervention that is supposed to be one of the best methods for keeping the
employees motivated towards the changing aspects of work. Personally, I believe that it is prime
obligation of the administrative bodies to train their employees about the depth of intervention,
as on resisting for accepting the change, most of the workers will not make much efforts on it
(Doppelt, 2017). On considering this, I believe that the system of performance appraisal should
be directly linked with that to the undertaken missions of the organization where each and every
worker should remain confirmed about the organizational goals and objectives. In addition to
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this, there must be certain benefits attached with that to the acceptance towards change and the
workers should be aware of it.
Critical Analysis of two theories
The organization change their structure because of many reasons but author says that
Dialectical theory is applied on TESCO, for example, when it needs to change its structure
because of conflicts. This assumes that a firm is constantly competing for supremacy as well as
control too. However, I hereby not only treat it as an internal perception but an external force
too. Because this theory has helped me understand the meaning of stability and change that assist
to create a balance between power and certain opposing forces. While, some authors have argued
that their firm is not an organism that gradually becomes more complex in order to raise its
survival chances. Instead, it is a group of people who tries to beat others. who oppresses them.
The dialectic theory is crucial in terms of making interpretation of perspectives which
constitutes changes. In this, it can be said that quoted theory works as to incorporates
constructive mode of alteration. With help of this, it can be easily characterized by assumption
that enterprise exists in plural world of faces and events constantly shocking and competing for
domination and control. I have selected this theory for implementing changes as it assists to
process stability and modifications which are explained by references for to balance the power
between the opposing entities. Under it, changes can be occurred at the time of opposing values,
forces, events which gains sufficient power to consumes the things effectively. In this, I have
analyzed that success or failure is dependent over belief and assumption which is closer to real
world. This theory works as to remain significant the three things as are Pluralistic word of
pamper forces, to value that compete, opposing all are contradictory each other and control is the
main purpose. This theory is need to be implemented because it is central to managing health
organizational change. I can say that suggested theory is very essential in interpreting the
perspective which constitutes to bring changes. These theories will be taken if there is any set of
belief and assumption of individual surroundings.
In this, another theory will be taken as Life-cycle theory. This assists as to adapt the
doctrine of analogy of organic growth as per organizational context as tool which allows differed
stages of development. With use of life-cycle theory, things can be determined in group as
developmental, onto-genesis and metamorphosis. I have selected this theory as it helpful in
determining the differed stages of organization process so that things can be done effectively.
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With help of life-cycle, there are three fundamental group as developmental model works as to
make changes happen during cycle as it composed by growth, maturity and decline stage. I have
taken this to identify that changes have implemented effectively or not.
Under it, second fundamental group is that it assumes the previous sequence of
development but modifies id helps to introduces phases in which managers makes decision
effectively. The third fundamental group under it, key to successful internal restructuring. This
model names an s metamorphosis and works as between half way theories development and
evolution. This is effective one as under it changes occurs abruptly rather than gradually. The
Tesco will implementing it, to defined it in sequentially of well-defined and unavoidable stages.
Thus, stages of development are need to be considered so that things can be done effectively. I
have selected this as it is assists in terms to have proper things as startup, grow, harvest and
terminate.
CONCLUSION
By summing up above report it has been concluded that organizational change is must in
every company because it will help to encourage employees and as a result they are adjusting
with change environment. The second part of the assignment has demonstrated my own
perspective about change management. In this report, I have used two learning theories, named
Honey Mumford and Kolb's models. Both of these learning theories are helpful in terms of
creating a greater sense of learning in individuals and make them understand the most critical
things in an easy manner. I have together used these approaches to create a better understanding
of the concept of change management that has led to improvise better learning in me. Also, I am
now able to cope up with the difficulties that I was facing while working in groups and ease
myself with a distinguishing view of others. I have also analyzed a better assistance of Honey
and Mumford Style of learning that has supported me to undertake a self-scrutiny for further
performing well. I have hereby specified some fundamental learning acquired by me from
different useful resources in this subject matter. This together involved the use of several online
tutorials as well as offline sources like seminars attended by me. In order to bring effective
organizational change with the selection of 2 vital theories named Life cycle and Dialectical. In
which, one assists in framing effective developmental stage and second helps in dealing with the
bummer of beliefs and assumptions. In addition to this, bringing change in the organization is
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crucial in terms of process several inventive ideas and enable the organization in attaining long
term sustainability.
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